Developing Staffing Plan for an Organization - Research Paper Example

? Developing Staffing Plan for an Organization Table of Contents Table of Contents 2 0.Introduction 3 2.0.Literature Review 5 3.0.Analysis 8 3.1.Required Staff Resource 8 3.2.Staff Assigned Roles 10 3.3.Resource Loading Chart for the Staff 11 3.4.Training Needs 11 3.5.Project Organization Chart 12 4.0.Conclusion 13 5.0.Recommendation 14 STAFFING PLAN 1.0. Introduction Staffing plan refers to the outline of staffing requirements within an organization. It depicts the staff need and the respective assignment of tasks. Staffing pan reflects the outlook of the company after attendance to all the critical functions. Staffing plan enhances immediate response to arising opportunities within the organization. This enhances making of appropriate decisions regarding staffing. Such decisions include hiring staff based on emotions instead of the organizational needs. An organization may prompt to promote staff from within rather than critically analyzing the needs and consequences to the organization. This strategy might not be effective towards the success of the organization (Bhat & Simon, 2008). Staffing plan enables organizations plan appropriately for the future through identification of current and future staffing requirements. This ensures compliance to the federal and state requirements, as well as assisting organizations in developing and communicating the staffing strategies to the stakeholders. Furthermore, staffing plan is critical in identification of contingency plans, and this addresses the staffing needs based on availability of resources. As a result, an organization can defend and explain the decisions taken when hiring or retrenching the personnel based on objective analysis and proper reasoning complimented by the staffing plan (Budahl, 1970). A staffing plan necessitates transformation of the staffing function to ensure alignment of the human capital to the strategic goals of a company. This enhances utilization of employee, competitive positioning and overall effectiveness. This report presents a website development staffing plan. It covers the literature review, the staff resource; staff assigned roles, resource loading and organizational structure. 2.0. Literature Review From the business point of view, not all staffing positions require full time commitment. Some key functions can be bundled up together to enable a single position cover more than one function. Furthermore, some major functions may be under board committee member or volunteer. Ideally, the staffing plan entails all the staffing needs within a period of 2-3 years. Whenever an opportunity of adding staff arises, the organization response can be quick and assured. The current staff, stakeholders and board members enhances collection of input through which a draft plan can be pulled together within a short duration. Mostly, the drafting process starts by establishing goals and mission of the organization and identification of customer requirements. Identification of customer requirements enhances determination of the kind of staff required as well as determining key functions to keep the organization afloat (Bhat & Simon, 2008). Staffing plan outlines the responsibilities and assignment of various staff to different duties to enhance accountability. This must address the need for any financing or fundraiser. The people enhancing funding should be among the staff. The staffing plan should clearly outline the business objectives. This state the measurable targets on how the business aims must be achieved and sets out the values of the business. This enhances comprehensive understanding of the underlying basis the business actions. Normally, the business objectives reflect the desired financial outcomes. These include the desired profit levels and sales, the growth rates, the amount of generated cash, and the dividends or business value paid to the stakeholders. The objectives can be corporate, functional or unit. Corporate objectives express the relationship of the entire business, and the top management takes part in the formulation of corporate objectives. Functional objectives outline the division of various activities such as the staffs dealing will finance, administration, sales and marketing and production, and their connections. Each functional area must define its own objectives in line with the corporate objectives (Budahl, 1970). However various factors affect staffing plans, and they include loss of staff, changing labor markets, poor employee engagement, retirement, wage inflation and competition for skills. To eliminate this, staffing plan must address the staffing level, retirement turnover, loss of knowledge and skills and regular turnover. This enhances the demand forecast that identifies the staff need for the available deliverables, performance measures and outputs. Also, the plan must forecast on the supply of staffing to determine the number of staff required in meeting the staffing needs. This evaluates the internal and external availability, future labor supply and current development and training. Identification of gap analysis enhances determination and evaluation of projected demand, and any negative demand calls for the need of the new strategy. The job requirements and available candidates should be strategically identified and analyzed. The strategies must address both the demand and supply. The demand-side strategies enhance the reduction of the required position. These include retention, reorganization, and redesign of the work process and management of employee performance. These reduce employee through retention incentives, reduction of management positions, reduction of staffing needs through workforce streamlining and employee reduction through improvement of individual productivity (Budahl, 1970). On the other hand, supply-side strategies entails the increase in recruitment, consideration of the broader range of qualification, workforce development through apprenticeship and support school programs, training and development programs, and succession planning to enhance more internal applicants’ pool (Manthey, 2001). For maximization of shareholder value and enhancement of long-term competitive advantage, the organization should manage all information acquired from all the staff to maximize the advantage. This enables an organization make dramatic advances within the field of HR to enhance management of talents from recruiting and compensation planning. The management of human resource enhances centralizing the processes and information to enhance careful implementation of policies and procedures. As a result, the management accesses information with the people involved in recruitment, selection, training and retention of human assets so as to enhance performance of the tasks more effectively and efficiently. Easy access of information about employees through staffing plan enhances easier performance of the HR-related tasks since staffing plan outline the strategic recruitment management and working efforts. This entails the alignment to the pay-for-performance initiatives. However, emerging technologies present the scale of addressing the challenges in the recruitment process, and at the same time, simplification of integration of related data enhances the overall value for the collected information. The evaluation takes place from the time an individual expresses interest in a certain job to the time of placement within the organization (White, 2006). 3.0. Analysis Below is a detailed staffing plan containing the role breakdown for the staff required. This addresses the role, project responsibility for that role, the required skills, number of required staff, estimated start date and expected duration of the required staff resource. 3.1. Required Staff Resource Table 3.1: Required Staff Resource 3.1.1. Project manager Project manager manages the project through planning, execution and implementation activities. In this project, the project manager enhances accomplishment of the project objectives by setting attainable and clear objectives, establishing the project requirements as well as managing the project constraints. Project management entails determination and implementation of consumer needs. 3.1.2. Core Team Core team manages the project. The core team possesses fair knowledge regarding the organizational performance and the various internal procedures involved therein. The core team accomplishes the project requirement tasks. The team oversees the project and enhances coordination of the efforts on different project aspects. 3.1.3. Content Developer Content developer generates content for the website like multimedia development, graphic design, documentation and professional writing. The content developer deals with the integration of content into existing or new websites. In this project, content developer creates the website content. 3.1.4. Web Designer A web designer produces and maintains the website. The design entails interface design, graphic design, authoring, optimization of search engine and user experience design. The web-designers cover the entire process of front-end web design. The staff in this area must create mark-up and should be well equipped with web-accessibility guidelines. 3.1.5. Web Developer Web developers develop the World Wide Web applications and other distributed network applications. A web developer must have good programming skills. The web developers required for this project will be working as a full time employees rather than independent consultants. 3.1.6. Review Team The review team deals with evaluation of deliverables and determining any flaws in the project. The team ensures honest and open interaction between the members and makes the recommendations consistent with project findings. 3.2. Staff Assigned Roles The table below presents detailed breakdown of the actual number of staff assigned to the various project roles, the requested and acquired Full Time Equivalent (FTE) amount, labor rate, unit of labor and the recruitment source for the resource. Table 3.2: Staff Assigned Roles 3.3. Resource Loading Chart for the Staff Below is the FTE estimated effort marking the days required for each of the staff resource. Table 3.3: Resource Loading Chart for Staff 3.4. Training Needs The table below represents the detailed training needs required in bringing the staff to skill level required for execution of the project. Table 3.4: Training Needs 3.5. Project Organization Chart The project organization chart reflects reporting and organizational relationships for the project. Figure 3.1: project Organization Chart 4.0. Conclusion Website development is critical for business to enhance more sales and attract more customers. However, an organization wishing to develop a website should have a staffing plan indicating the assigned roles of the various staff. Delivery of the project in the absence of appropriate skills is risky. Staffing the team takes time, and orientation and training are critical. The initial preparation of staffing plan depends highly on skills and experience. The project manager must be equipped with appropriate skills required in management of the resources. Insufficient resources within the organization may trigger recruitment of new staff, subcontracting or training the currently available staff. Having the right people for the planned project enhances effective accomplishment tasks and completion of the project. 5.0. Recommendation With the advancement of the project, the number of staff required may increase. The management should consider training more people as the project advances. Also, the staff must the thoroughly trained with the necessary skills and keeps them up-dated with the new skills since the Information Technology is currently evolving at a very high rate. References Bhat, S., & Simon, M. (2008). Network Effects on Cooperation in Destination Website Development. Tourism Management 29(6), 1131-140. Budahl, L. A. (1970). The HR Factor in Personnel Recruitment: An Unresearch Paper. NASSP Bulletin 54(342), 23-29. Manthey, M. (2001). A Core Incremental Staffing Plan. JONA: The Journal of Nursing Administration 31(9), 424-25. White, K. (2006). Policy Spotlight: Staffing Plans and Ratios. Nursing Management (Springhouse) 37(4), 18-22. Read More